This bill allows retired state employees to return to work in specific critical shortage positions within the Department of Public Safety and Corrections, overriding the usual two-year reemployment ban for those who retired under early retirement incentive plans. To qualify, positions must be full-time roles that have been advertised through civil service rules but received too few applicants, including leadership roles like majors and captains, as well as nurses and social workers. Retirees who return to these positions can keep their full retirement benefits while both they and the department continue making required contributions to the retirement system, though they do not earn additional service credit or benefits. The department secretary must certify the need for each position and review annually whether reemployment remains necessary, while disability retirees are excluded from returning under this provision.
This bill increases survivor benefits for families of law enforcement officers and firefighters who die while performing their official duties. It establishes a base payment of $350,000 to the surviving spouse, or to the children or estate if no spouse exists, with an additional $50,000 for each dependent child. The law requires officers and firefighters to complete beneficiary designation forms and specifies that payments come from the state's Self-Insurance Fund. These changes take effect on July 1, 2026, and apply to deaths resulting from injuries sustained while protecting life and property during official activities.
This bill modifies Louisiana workers' compensation laws to address employee refusal to participate in medical examinations or vocational rehabilitation programs. It allows employers to request expedited court hearings to compel employees to submit to medical exams, with benefits potentially suspended if the employee cannot show good cause for refusal. The legislation also permits a reduction of weekly compensation benefits by fifty percent if an employee unreasonably refuses to cooperate with vocational rehabilitation efforts. These changes apply to injured workers and their employers, streamlining dispute resolution for specific compliance issues while maintaining the requirement for court oversight before penalties are imposed.
This bill allows full-time firefighters in Louisiana local government fire departments to join state insurance programs if their employer chooses to participate. It defines eligible fire departments as any local organization whose main purpose is fire prevention and extinguishing, and requires that all employees and retirees in the same class be included if one firefighter participates. The law also grants credit for prior health insurance coverage during the period before the employer opts into the program, ensuring firefighters don't lose coverage history. Employers retain the discretion to decide whether to enroll their fire department staff in these benefits, with no legal barrier preventing such participation. The changes take effect on January 1, 2027.
This bill allows healthcare providers, institutions, and payors in Louisiana to refuse to provide or fund certain medical services based on their ethical, moral, or religious beliefs. It defines "conscience" to include religious guidelines and protects those who object to services like abortion or contraception from facing retaliation such as job termination, license revocation, or other adverse employment actions. The law also prohibits employers from punishing healthcare professionals for providing treatments patients have consented to, while explicitly exempting religious organizations from certain employment and staffing requirements. Emergency care obligations remain unchanged, and the bill does not apply to discrimination in insurance purchasing or good-faith accommodation efforts.
This resolution asks the city of Shreveport to establish an interest-free loan program for Transportation Security Administration agents working at the Shreveport Regional Airport. The request is based on a federal government shutdown that began in February 2026, during which these security employees continue working without pay. The bill cites Maryland's similar program as a model for providing financial assistance to essential workers during government shutdowns. It is a non-binding request rather than a law, meaning the city of Shreveport is not required to act on it. The resolution directs copies to the mayor, city council, and Caddo Parish Commission for their consideration.
This bill requires Louisiana municipal and parish fire departments, along with contracted nonprofit fire service employees, to provide free cancer and precancer screenings for their staff. The screenings must begin no later than three years after employment starts, with precancer tests for esophageal cancer available every ten years and continuing until age sixty. Employers must cover all costs without requiring copayments, deductibles, or other out-of-pocket expenses from the firefighters or employees. Retired firefighters and those who leave due to disability are also entitled to these screenings under the same schedule, while those who resign or are terminated are excluded. Participation in the screenings remains voluntary for all eligible employees.
This bill is a concurrent resolution that urges the city of Shreveport to establish an interest-free loan program for Transportation Security Administration agents working at the Shreveport Regional Airport. The measure responds to a federal government shutdown that began in February 2026, during which these security personnel continue to work without pay. By referencing similar programs in other states, the resolution seeks to provide financial assistance to help TSA agents cover basic living expenses like rent and groceries. The resolution is non-binding and serves as a formal request to the city government rather than creating new law or funding.
This bill updates Louisiana laws to improve reemployment rights for fire and police officers who leave their jobs due to work-related injuries or medical conditions. It allows these employees to return to their former positions or equivalent roles without needing to retake exams, while maintaining their seniority, pay, and benefits as if they had never left. The legislation clarifies that eligibility depends on a treating physician's assessment of whether the employee can perform their job duties, with a process for dispute resolution if the employer questions the medical certification. It also ensures that if no positions exist in their original class, officers can be temporarily placed in lower classes while keeping their original pay rate and priority status for future openings.
This bill, HB 1137, amends Louisiana's employment discrimination laws to protect employees from being fired or retaliated against for the misuse of pronouns. It directly affects employers and employees by prohibiting termination or other retaliatory actions when an employee is misgendered or has their pronouns used incorrectly. The key provision adds a specific prohibition to the state's existing employment discrimination statute, making it illegal for employers to take adverse employment actions based on pronoun misuse. This change expands the scope of protected employment conduct under current Louisiana law.
